Global Human Consultants lifts client retention by 40% with Mainder

At the end of a leadership search there is a short shortlist, and every name on it has to stand up in front of the client. Getting there is the hard part. The best candidates are rarely looking for a job, the market for each position is small, and the client wants to know, week by week, how the search is going.

Many executive search firms have used the same ATS for years. It stores candidates and stages, and little else. The real follow-up lives in emails, scattered notes and each consultant's memory, and preparing a client report means rebuilding what happened.

Switching tools feels risky, because the candidate history is one of the firm's assets. Staying put has a cost too, mostly in partners' hours.

The AI candidate pipeline shows every active search and the status of each candidate on a single board. Every stage change, note and message stays on the profile, so the history of a search is complete without anyone keeping a separate record.

Stages are configured per type of position, the AI reorders the pipeline by fit and recent activity, and it flags when a candidate has stalled. Several consultants can work the same search without stepping on each other.

AI Scoring scores each candidate against the requirements of the position, the values you define for the client and the patterns of past searches, and gives a match percentage before anyone reviews the profile by hand.

The scoring learns from your decisions and from client feedback, so it gets more accurate with every search you close. The consultant spends their time on interviews and on making the case for the shortlist.

Because each score keeps the criteria that produced it, the reason behind every name on the shortlist can be explained to the client.

With Mainder, moving off a traditional ATS happens in two phases. First the data is migrated, which we plan with each team during onboarding, and the search stages are configured. Then the agents and scoring come into new searches, while the ones already open finish the usual way.

Day to day, the consultant opens a search and sees first the candidates with the highest match percentage and the ones that have stalled. The first group tells them who to talk to this week; the second, who they cannot let go cold.

Over time, the client report stops being a separate job: the status of each search, who is at each stage and why are already on the board.